Continuous leave. In the event of a continuous leave of absence 5 without pay in excess of any legal requirement of the FMLA or OFLA, the County may 6 require from the employee’s physician, and/or arrange for the employee to see a 7 physician selected by the County to examine the employee and provide a statement of 8 the disability, current condition, and the anticipated length of current absence. If the 9 County requires the employee to see a physician it has selected, it will pay the costs. If 10 deemed necessary by the County, such an examination shall be repeated every thirty 11 (30) days. If management determines that continued leave would not be in the best 12 interest of the County, then any resulting termination would be subject to review under 13 the just cause standard as to the reasonableness of this determination. Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the part of the County 16 and if the employee’s leave is not extended, and the employee does not return to work, 17 the employee will be deemed to have resigned.
Continuous leave. 28 In the event of a continuous leave of absence without pay in excess of 29 any legal requirement of the FMLA or OFLA, the County may require from the employee’s 30 physician, and/or arrange for the employee to see a physician selected by the County to 31 examine the employee and provide a statement of the disability, current condition, and the
Continuous leave. An employee may request a leave of absence for a continuous period of time of not more than ninety (90) calendar days. Such leave shall be taken in increments of not less than one week. To be eligible for the leave, the employee must request the leave no later than thirty (30) days prior to the first day of such leave. Such written request shall include the proposed starting and ending date of the leave. Once granted by the Employer, the employee must take such leave during the period requested and may not return to work unless the Employer, in its sole discretion, agrees to rescind or cancel the leave.
Continuous leave. 34 In the event of a continuous leave of absence without pay in 35 excess of any legal requirement of the FMLA or OFLA, the County may require from the 36 employee’s physician, and/or arrange for the employee to see a physician selected by the 37 County to examine the employee and provide a statement of the disability, current 38 condition, and the anticipated length of current absence. If the County requires the 39 employee to see a physician it has selected, it will pay the costs. If deemed necessary by 40 the County, such an examination shall be repeated every thirty (30) days. If management 41 determines that continued leave would not be in the best interest of the County, then any 42 resulting termination would be subject to review under the just cause standard as to the
Continuous leave. Upon written application by the international union, at least two (2) weeks in advance, the company may approve a continuous leave without any pay and any benefits for an employee who receives a scholarship/internship or is appointed a casual staff representative by the union. Such leave is for a minimum of ninety (90) continuous days but no more than 365 continuous days. Only one such leave will be given per contract year. The duration for such leave must be included in the written application and is not subject to change unless by mutual agreement. Only one employee in the bargaining unit may be on such leave at any one time. Company service for any employee on such leave shall be retained for the period up to the start of the leave, but will not accumulate during such leave. The employee may apply for a return from the leave with a written application at least two (2) weeks prior to the date requested for the return. The employee can return to his/her classification and position. RENEWED SEPTEMBER 17, 2018 Letter #10 updated to provide cross training to be completed by those interested by the end of the collective agreement. Letter #10 September 17, 2015 Training In keeping with our commitment for continuous improvement Xxxx Xxxxx Canada will be offering training courses to be completed by September 2018. The date and times will be determined based on work load and availability of the equipment. Those interested in the training will be required to submit their names on a form upon 30 calendar days of commencement of the new collective agreement.
Continuous leave. 5.7.1. Staff requiring continuous leave not in accordance with the arrangements above, may apply in writing to their AM. Applications must be received by 30th June for such leave in January - June of the following year and by 30th November for such leave in July-December of the following year. Preference will be given to those applicants who have not made use of this facility in previous years. Those who have made use of it most recently will be given the lowest priority.
Continuous leave. In the event of a continuous leave of absence without pay in excess of any legal requirement of the FMLA or PFML, the County may require from the employee’s physician, and/or arrange for the employee to see a physician selected by the County to examine the employee and provide a statement of the disability, current condition, and the anticipated length of current absence. If the County requires the employee to see a physician it has selected, it will pay the costs. If deemed necessary by the County, such an examination shall be repeated every thirty days. If management determines that continued leave would not be in the best interest of the County, then any resulting termination would be subject to review under the just cause standard as to the reasonableness of this determination. Following six months of leave without pay, to include time spent on unpaid FMLA and/or PFML leave, any extension of the leave shall be deemed permissive on the part of the County and if the employee’s leave is not extended, and the employee does not return to work, the employee will be deemed to have resigned.
Continuous leave. In the event of a continuous leave of absence without County pay in excess of any legal requirement of the FMLA OFLA, Paid Leave Oregon or WA PFML, the County may require from the employee’s physician, and/or arrange for the employee to see a physician selected by the County to examine the employee and provide a statement of the disability, current condition, and the anticipated length of current absence. If the County requires the employee to see a physician it has selected, it will pay the costs. If deemed necessary by the County, such an examination shall be repeated every thirty (30) days. If management determines that continued leave would not be in the best interest of the County, then any resulting termination would be subject to review under the just cause standard as to the reasonableness of this determination. Following six (6) months of leave without County pay, to include time spent on unpaid FMLA and/or OFLA leave, any extension of the leave shall be deemed permissive on the part of the County and if the employee’s leave is not extended, and the employee does not return to work, the employee will be deemed to have resigned.
Continuous leave. In the event of a continuous leave of absence without pay in excess of any legal requirement of the FMLA or OFLA, the County may require from the employee’s physician, and/or arrange for the employee to see a physician selected by the County to examine the employee and provide a statement of the disability, current condition, and the anticipated length of current absence. If the County requires the employee to see a physician it has selected, it will pay the costs. If deemed necessary by the County, such an examination shall be repeated every thirty days. If management determines that continued leave would not be in the best interest of the County, then any resulting termination would be subject to review under the just cause standard as to the reasonableness of this determination. Following six months of leave without pay, to include time spent on unpaid FMLA and/or OFLA leave, any extension of the leave shall be deemed permissive on the part of the County and if the employee’s leave is not extended, and the employee does not return to work, the employee will be deemed to have resigned. 2. Intermittent leave Intermittent leave without pay used in lieu of sick leave is not subject to the six month entitlement provided for above. When such leave significantly affects an employee’s job performance and is not subject to the requirements of law (including but not limited to the FMLA), management may evaluate the employee’s use of leave according to the criteria of “Section B.2.c” above. Medical information as provided for in “Section D.1” above may be required for the evaluation. After completing the evaluation management may do one of the following:
Continuous leave. 17 In the event of a continuous leave of absence without County pay in 18 excess of any legal requirement of the FMLA, OFLA, or Paid Leave Oregon, the County 19 may require from the employee’s physician, and/or arrange for the employee to see a 20 physician selected by the County to examine the employee and provide a statement of 21 the disability, current condition, and the anticipated length of current absence. If the 22 County requires the employee to see a physician it has selected, it will pay the costs. If 23 deemed necessary by the County, such an examination shall be repeated every 24 thirty (30) days. If management determines that continued leave would not be in the best 25 interest of the County, then any resulting termination would be subject to review under 26 the just cause standard as to the reasonableness of this determination. Following 27 six (6) months of leave without County pay, to include time spent on unpaid FMLA and/or 28 OFLA leave, any extension of the leave shall be deemed permissive on the part of the 29 County and if the employee’s leave is not extended, and the employee does not return to 30 work, the employee will be deemed to have resigned.
